Die Nutzung psychologischer Verfahren der externen Personalauswahl in deutschen Unternehmen Ein Vergleich über 20 Jahre

By H. Schuler, B. Hell, S. Trapmann, Hagen Schaar, Ilkay Boramir. 2007

96 citations recorded by the source corpus.

This paper presents the current practice of using selection instruments in 125 German organizations of different sizes and sectors. Comparisons with similar previous investigations (Schulz, Schuler & Stehle, 1985; Schuler, Frier & Kauffmann, 1993) will be made. Interviews and application documents are still used most often, graphologic analyses are hardly used at all. Implementation of structured interviews and assessment centers increased during the last 13 years. Online- instruments are not used very often yet, with the exeption of online-application forms. Detailed analyses are reported concerning the different groups of applicants. Participants rated the validity, practicability and acceptance by applicants of

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/c1d31bcb87b508ef3f8ff898203695c8d50cf48a

Citations in the corpus

• Reasons for Being Selective When Choosing Personnel Selection Procedures (2010, unknown): “Altogether, this shows that there is clearly a gap between academic recommendations and organizational practices in Switzerland, as has been found for other countries (e.g., Lievens & De Paepe, 2004; Ryan et al., 1999; Schuler et al., 2007; Taylor et al., 2002).”